We’ll assist you in tracking and managing intermittent FMLA leave … fighting FMLA fraud and FMLA abuse … and managing FMLA in general.
Beyond mastering FMLA regulations on intermittent leave, we’ll share FMLA guidelines on how to curb FMLA abuse, and dramatically improve your overall FMLA compliance.
Today’s economic climate has caused employers to cut budgets and workforces—and expect workers to do more with less. As they see colleagues laid off and their employers cutting back, employees are more concerned than ever about their own job security. It makes sense for employers to address stress issues in their workforces, since increased stress affects not only employees, but employers’ bottom lines.
Many part-time employees don’t qualify for FMLA leave because they haven’t worked at least 1,250 hours during the 12-month period immediately preceding the leave. But now some hourly employees and their attorneys are trying a new approach: They’re claiming that employers failed to count so-called off-the-clock work toward FMLA eligibility.
An employee’s request to take FMLA leave can be frustrating for supervisors who have to manage schedules and projects. But if bosses voice those concerns in a way that seems angry or annoyed, they may be creating the perfect storm for an FMLA interference lawsuit.
A Pennsylvania House of Representatives committee has begun considering legislation that would require all employers to provide some paid sick leave for employees. The Healthy Family, Healthy Workplaces Act would require employers with 10 or more employees to provide at least one hour of sick leave for every 40 hours worked, up to a maximum of 52 hours per year.